Allstate earns “Top Performer” from Leadership Council on Legal Diversity

Allstate earned the distinction of “Top Performer” by the Leadership Council on Legal Diversity (LCLD) in late October. Allstate was one of 52 member organizations to receive the designation this year for its involvement and promotion of LCLD’s mission to build a more open and diverse legal profession.

The Leadership Council on Legal Diversity (LCLD) is an organization comprised of more than 275 corporate chief legal officers and law firm managing partners who have dedicated themselves to creating a truly diverse U.S. legal profession. The Council collaborates with organizations and individuals across the country to attract, inspire and nurture young talent from diverse backgrounds and help set them on paths to successful legal careers.

Allstate’s Law & Regulation department offers a wide variety of opportunities for diverse legal professionals to develop their careers through rotational and multifaceted mentorship programs as well as ongoing education. Being recognized as a 2017 Top Performer Member Organization reinforces the Law Department’s dedication to professional development, diversity and inclusion.

Keeping Up with Change

Learn how Randy helps Allstate stay compliant.

At Allstate, we know compliance isn’t always a “fun” topic, but it helps us uphold our strong ethics. Laws and regulations must be followed in order to avoid unfair treatment or practices and of course to avoid any kind of legal action against a person or organization.

Randy, a Senior Compliance Manager at Allstate, strongly agrees that “compliance adds business value.” Randy oversees the regulatory compliance program, a big role since he works with the entire Allstate enterprise.

Just as fast as the rules change, Allstate must keep up with them and make sure every department is staying current. That’s why it is important for Randy to be knowledgeable in a number of different areas.

“Being a true compliance professional is a complex and interesting job because to do it well, you need to know a lot.” -Randy, Senior Compliance Manager at Allstate

Randy further explains, “You have to really know and understand the business model of the area in which you work to see how it’s impacted by the regulatory environment, and you have to know how to ensure compliance while also allowing for high levels of business growth. You also need to have some understanding of the technology systems that [support] your business area, so you can implement process changes that are required to bring us into compliance in the most efficient way. Finally, you have to understand how your area’s business and systems touch other areas to avoid unwanted impacts and/or involve others as needed.”

Randy likes the variety of work he does as it really keeps him on his toes. “We never know what new law is going to come up or what question or issue might arise from that.” Randy also knows that the work he does is valuable because it provides consistency and oversight to the compliance operation across the entire Allstate enterprise.

Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

To view the “EEO is the Law” poster click “here”. This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs

To view the FMLA poster, click “here”. This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint.

It is the Company’s policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee’s ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee's terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.